New year, new job? Why some people quit after the 13th-month pay

The last few weeks of a year are usually a common time for resignations. Let’s understand what makes employees go for new opportunities.

The end of the year marks the paradox of new beginnings. For some people, especially in the workforce, this includes ending contracts to start off in new places.

Once the long-awaited 13th-month pay lands, it becomes final: resignation season is here. While it does not happen to everyone or even in every industry, it’s still something felt by many departments and hiring teams. 

So what makes some employees hand in their two weeks’ notice before the year’s over?

The harsh reality: More greener pastures are now open

At the end of the day, jobs are still jobs. The mentality today has become even more pronounced; if there is the belief that “no one is irreplaceable at work,” then on the side of the workforce, putting one’s well-being and self first has also started to take root.

Dianne, who has been in the human resources department of the BPO industry for more than a decade, confirms this. Quitting at the end of the year is observable and felt, particularly in the fast-paced industry, year on year.

She says the harsh reality every year-end is that some employees merely wait for the right timing to find better positions or offers. While it is uncommon for employees to reveal the reason why they may resign—even in exit interviews—Dianne expresses that a common thread is the endurance game for employees. 

From disagreements with managers to a general lack of satisfaction with the job, some employees quit when they find a place that will offer the best benefit. This may explain why quitting at the end of the year is much more common.

Dianne notes, “Mas madaling mag-apply ng January dahil nagre-refresh ng budgets ang departments ng ibang companies and may openings kasi may mga umaalis din.” Some employees prefer the certainty of a steady income stream over the risk of leaving. When there are vacancies in other industries and companies—and there seems to be a steady flow when a new year starts—then the hunt begins.

Burnout becomes more real

For some employees, the compounded effect of burnout can culminate at the end of the year. 

Think of it as a reward for the self. If one has endured an entire year with a lack of satisfaction in the job, adding this to heightened stress towards the holidays can make the burnout experience even more palpable.

In some cases, going through the holiday with no breaks can also lead to the same conclusion of resigning. It can hit during one of those overtime shifts—the need to be with family or loved ones over the need for the daily grind—and having the 13th-month pay safely tucked into one’s savings is a reassurance of surviving the job hunt.

The safety cushion

According to Group CEO of Eventomax and RemoteDojo, Ottmar Feldstein, getting the 13th-month pay provides a safety cushion or extra leeway to comfortably resign.

Some companies not only provide the mandatory 13th-month pay, but they also give bonuses for reaching milestones and having outstanding performance throughout the year. 

In some cases, the 13th-month pay can also be a safety cushion that allows employees to not feel the full guilt of quitting, especially in this economy. They can rejuvenate themselves with improved health or a more relaxed mindset, dedicate time to seeking better opportunities, and resume their daily tasks with a fresh start.

When growth is not on the horizon

The holiday season is also a chance for employees to reevaluate their goals. As the year ends, many people reflect on how they spent it.

Workforce thought leader Cara Silletto offers a quick insight about the timing of when employees leave. There may be a big difference between an employee who leaves after just half a year versus one who leaves after three years in the company. 

In the former scenario, incentives and experience within the company may significantly influence the decision. Deciding to leave after half a year may suggest a lack in some areas, such as transparency, incentives, or a general lack of appreciation. As a result, they may choose not to commit further. For employees with over three years at the company, it may be a lack of future growth or talent. With more companies having openings at the start of the year, long-standing and well-performing employees may opt out after getting that bonus for a better paycheck, work environment, or workload.

 

 

The 13th-month pay can be a safety cushion that allows employees to not feel the full guilt of quitting, especially in this economy.

 

 

READ: